根据人力资源的重要性和特点,结合国有企业的现状,从人才流失、培训体制、人才选拔、绩效管理这4个方面分析了我国国企人力资源的管理体制问题,并提出了一些解决办法和措施。此文认为,我国国有企业现有的人力资源管理,虽经过一系列改革,但总体上还处于传统的人事管理阶段,人事部门的职能多为工资分配方案的制定和人员调配、晋升、培训等。在强调人才自由流动的市场经济体制下,这种与企业发展战略相脱节、缺乏一整套有效的激励和培训机制的人力资源管理模式已经难以适应市场竞争的需要。 According to the importance and characteristics of human resources, combined with the status quo of state-owned enterprises, this paper analyzes the management system of human resources of state-owned enterprises in China from the aspects of brain drain, training system, talent selection and performance management and puts forward some solutions and measures . This article argues that although the existing human resources management of state-owned enterprises in our country has undergone a series of reforms, it is still in the traditional personnel management stage as a whole. The functions of the personnel department are mostly the formulation of salary distribution plans and the staffing, promotion and training . Under the system of market economy emphasizing the free flow of talents, this kind of human resource management mode that is out of line with the enterprise development strategy and lacks a set of effective incentive and training mechanism has been difficult to meet the needs of market competition.